People

Turnover rate

3.6%Total

1.09%<30 years

1.54%30-45 years

0.94%>45 years

A combination of talent and commitment from Ferrovial employees has been a cornerstone of the company’s success. Its strategic priorities include promoting the professional development of all people making up the company, together with cross-sector talent management and the internationalization of employee profiles. This provides a framework capable of guaranteeing equal opportunities on the basis of merit.

For the fourth year running, the company earned Top Employer certification from the CRF Institute, a distinction awarded annually. The Top Employer certification proves that the company has implemented policies and processes that are guaranteed to attract and retain the finest talent, while promoting a good work environment.

77% of employees who completed the satisfaction in 2013 survey said they would recommend Ferrovial as a good company to work for, meaning 8 out of every 10 employees. The average percentage of favorable responses for Ferrovial stood at 70%.

Ferrovial’s personnel selection procedures are geared toward hiring the best candidate for the job under equal conditions, regardless of gender, origin or nationality. For this reason, all employees hired in their country of residence are considered local staff, regardless of their nationality. 88% of all executives (Boards of Directors and Management Committees) are local personnel.

Training

2014

2013

2012

Number of hours

1,281,414

1,298,579

1,135,614

Hours per employee

19

21

20

Invesment per employee *

258

195

285

% revenue allocated to training

0.20

0.15

0.21

* In 2014, the investment subsidised by FTFE (Fundación Tripartita para la Formación en el Empleo) is included in training investment. If applied to 2013 figure, the ratio would have been 227 euros.

Equality based on merit

Ferrovial works to ensure that all employees are given equal opportunities to advance their professional careers on the basis of merit. Evidence of this commitment can be seen in the following milestones:

Voluntary agreement with the Ministry of Health, Social Services and Equality to increase the presence of women in executive positions to 20% within four years.

The Appointments and Remunerations Committee ensures that all director selection procedures are free of any bias that might hinder the selection of a given director on the grounds of personal circumstances. As part of Board renewal, the said Committee deliberately sets out to seek women matching the required professional profile.

Internationalization of talent

The diversity, dynamism and international nature of the organization offer staff unparalleled career and development opportunities:

International job vacancies: all vacancies are advertised via specific supervisors for each business (Global recruiters). This year, a total of 6,742 job vacancies were advertised, with 302,220 applications received.

Ferrovial internal social network: a channel for sharing knowledge and partnership between employees, featuring 5,747 posts and 6,950 comments.

Talent management

The company has consolidated talent development and management policies in place, covering practically the entirety of the structural workforce. The assessment and development process is applicable to 24,713 employees worldwide, representing 36% of the total workforce and 100% of the structural workforce.

These are universal processes that make no distinction between employees. They are supplemented by other management policies for key strategic groups, such as executive and high potential individuals, using processes such as feedback 360º.

Succession planning includes talent identification among more than 700 individuals, resulting in 264 successors being identified for 133 executive positions.

For non-executive positions, the company runs a Talent Identification Program designed to create a pool of employees and identify staff with particularly strong potential. More than 800 professionals have participated in this program since its launch.

This year, a Mentoring Program was launched, seeking to develop critical talent and create intellectual capital for the company, generating a valuable tool for developing the future leaders of the organization.

Knowledge: Training

Since its foundation in 2007, the Ferrovial Corporate University has been a firm exponent and leader in knowledge sharing:

3,375 participants in 2014, up 14% against 2013.

Close to 60,000 hours of training in 2014, 11% more than in 2013.

Inauguration of a training week in the USA covering around 700 employees in the country.

Programs intended to boost business development skills and expertise, such as the 3rd edition of the Building Relationships at the Boardroom initiative, which has the key aim of generating high value relationships with clients.

Executive development programs aimed both at middle management and new managers. These include the 11th edition of the Executive Management Program, which has trained close to 350 managers and seen 80 innovation projects submitted.

Close to 1.3 million hours of training for the company as a whole, with investment representing 0.20% of company turnover.

Health and safety

Frequency Rate: The number of accidents leading to days lost that occur during working hours, for every million hours worked. Incident Rate: The number of accidents leading to days lost that occur during working hours, for every thousand people exposed. Severity Index: The workdays lost as a result of accidents per thousand hours worked. Accident Rate: The number of accidents in relation to total time worked for all workers. (The result is expressed as a rate per 200,000). Rate of days lost due to occupational pathology: This compares total days lost with real hours worked. (The result is expressed as a rate per 200,000).

Commuting accidents were excluded and only workdays were included in the calculation of days lost for Ferrovial’s statistical accident rate indices. To calculate the absenteeism rate, all days lost were taken into account including those caused by commuting accidents. In the case of construction, the absenteeism rate only includes Spain.

Committed to permanently enhancing health and safety for workers via the design and implementation of efficient occupational hazard prevention systems at Ferrovial companies.

Ferrovial is extremely active in the field of health and safety, which represents an important issue for the company. The incorporation of occupational safety policies in all activities run by the company remains a strategic objective. As a result, a proportion of salary remuneration received by management personnel is linked to a health and safety target.

Ferrovial has health and safety management systems in place that have been designed to satisfy international legal requirements and adapt to the different activities performed by each business unit. These management systems are periodically audited by accredited organizations to verify the degree of compliance with legal standards and efficiency levels. Moreover, these systems have been certified according to OHSAS 18001:2007.

The management systems deployed help to prevent and minimizer occupational hazards identified by the company. The most common are: blows from objects or equipment in the workplace, postural injuries or injuries caused when handling loads, operating vehicles, same-level falls or falls from a height.

Ferrovial is in the process of developing a Corporate Security Policy. To this end, it is exhaustively evaluating the risks facing its global operations, with the aim of implementing all necessary security measures to provide maximum protection for its employees.

The company has a scorecard tool in place to support analysis and identification of critical aspects from three perspectives: financial, statistical and technical.

In 2014, the company set up a three-year plan to incorporate accident reporting from contractors. The initial phase included identifying the projects in which health and safety play a significant role. Ferrovial exerts the same level of control over contractors as it does over its own employees and centers.

Thus, Ferrovial informs and trains employees of the contractors it works with in terms of health and safety risks, as well as prevention measures that must be adopted when performing works. It demands the same level of compliance as from its own employees.

In 2014, information on contractors was requested for some of Ferrovial's most representative contracts in the services, construction and highway divisions, and the following estimated statistical data for health and safety was obtained: i) Frequency rate: 6.31 (6.52 for men and 1.93 for women); ii) Accident rate: 1.26 (1.3 for men and 0.39 for women); Severity rate: 0.10.

Ferrovial reports information on its contractors for the first time. It has not been possible to do so on the entire scope, and by analyzing it globally it could be deduced that the performance of the contractors is better than that of the employees. However, by analyzing it by business units it can be seen that while in Construction the own and external data is homogeneous, in the case of Services it is much lower than the employee data, since the activity reported by Services corresponds to a small scope and to an activity with lower risk than the own one.

Occupational safety actions

Services

Toll Roads

Construction

2014

2013

2012

2014

2013

2012

2014

2013

2012

Occupational safety studies

1,929

1,338

952

47

45

19

2,959

1,359

1,426

Emergency plans

593

574

276

18

16

23

396

180

184

No. of visits by safety experts

29,3091

7,185

6,313

295

265

453

15,348

4,479

5,750

Training in safe work practices (hours)

515,231

503,352

186,252

6,7891

2,320

3,975

165,116

10,547

12,168

Training for safety experts (hours)

24,851

31,070

20,912

3892

2,244

1,448

9,438

2,760

5,385

Physical examinations for employees

21,738

21,355

20,912

432

388

513

7,853

3,041

3,048

Percentage of workers represented on Health and Safety Committees (%)

59.2

67.4

77.3

38.8

58.6

36.8

67.5

42.2

44.0

Percentage of workers under an internally/legally verified OHS management system (%)

97.2

96.9

97.6

46.7

75.7

77.9

70.5

63.7

69.7

Percentage of workers under an independently certified and verified OHS management system (%)

98.0

96.1

96.6

28.2

35.6

50.0

70.5

63.7

69.7

Note: Excluded from this table are the Airports and Corporate Divisions, due to their limited impact on accident rates and their low risk profile. Construction: Increases in 2014 were mainly due to an expanded reporting scope, while in training they were due to the inclusion of training hours for staff and contractors provided at work centers. Toll roads: (1) 2014 included all training provided at concessions, with corresponding refresher courses. (2) In 2013 two Master’s in Occupational Safety were recognized. Services: (1) Chiefly due to the inclusion of Enterprise visits, a company acquired by Amey. Meanwhile, Steel included line personnel remaining at the work center, as demanded by the client.

Numerous such agreements have been entered into with unions, while sector accords include specific regulations governing aspects such as training and information, collective protection, work equipment, etc. As well as the above, joint health and safety committees are set up at all centers where more than 50 employees work, thus ensuring efficient oversight of occupational hazards. This management model is conducive to minimizing the risk of workers contracting serious illness as a result of workplace exposure to biological agents, noise, etc. The overall rate of professional illness stood at 0.10 (0.12 and 0.07 for men and women, respectively).

Quantitative analysis of accident figures in 2014 shows a short-term increase, in contrast with the trend seen in recent years from the services division ratios. To improve said ratios, the Services Division implemented the following specific actions:

Performing exhaustive studies with specialist companies to identify the centers where an uptick in accident rates has occurred and the causes of the same.

Holding meetings with the affected centers in order to introduce specific controls over work absenteeism, including an increase in management engagement, training and information initiatives for management and employees, as well as monthly statistical monitoring of accident rates by regions and divisions.

The absence among the group’s own workforce of any fatalities as a result of accidents with days lost is noteworthy. Regrettably, however, there was one fatality caused by an accident at Itínere.

The resulting absenteeism rate stood at 9,572.

Health and safety information and training campaigns

In 2014, Ferrovial ran numerous information and training campaigns, focusing on continuous improvements in order to ensure the safety and health of its employees and workplaces.

The policy is coherent with Ferrovial’s Code of Business Ethics, the principles of the United Nations Global Compact, the Universal Declaration of Human Rights, the OECD Guidelines for Multinational Enterprises and International Labor Organization regulations. This policy is intended to raise awareness of human rights throughout the company and to improve its capacity to manage such issues Senior Management is committed to full compliance with this policy.

Ferrovial will ensure that employees are familiar with the policy and have access to all the tools necessary to comply with the same. This policy applies to: Ferrovial and its subsidiaries, regardless of the business sector that they operate in, regional location or activities, to members of governing bodies (including the supervisory boards or equivalent bodies), and to employees of any companies that make up the company.

The Code states that “All actions undertaken by the company and its employees shall scrupulously respect the human rights and civil liberties enshrined in the Universal Declaration of Human Rights.”

As a signatory to the United Nations Global Compact, Ferrovial is committed to supporting and respecting the protection of fundamental, internationally recognized human rights and ensuring that its companies are not complicit in their violation.

This commitment includes the basic labor rights and principles set out in the Declaration of the International Labor Organization (ILO): freedom of association and the effective recognition of the right to collective bargaining, the elimination of all forms of forced or compulsory labor, the effective abolition of child labor, and the elimination of discrimination in the workplace.

Ferrovial is involved in the new National Plan for Business and Human Rights, which came into force in 2014, seeking to establish a series of human rights measures, policies, processes and controls that should be adopted by companies.

Responsible supply chain management

The company promotes adherence and compliance with the Global Compact Principles among vendors, as well as other corporate responsibility principles: health and safety, quality and environment.

Equality and non-discrimination

As a business, social and legal principle, Ferrovial is a supporter of diversity and complies with current equal opportunities legislation.

The Code of Business Ethics states that all employees shall be given equal opportunities to advance in their professional careers on the basis of merit, regardless of age, gender, civil status, race, nationality or beliefs. Ferrovial is committed to effective equal opportunities policies, ensuring that its employees are able to develop professionally on the basis of merit. Promotion decisions are always based on circumstances and objective evaluations.

The equality plan signed with union leaders for industries in which the company operates.

Regular meetings held by the Monitoring Committee overseeing equality plans at companies subject to such initiatives (services, construction and corporate).

Women represent 30% of the workforce, 15% of executives are women.

Female representation on Ferrovial’s governing bodies, the Board of Directors and Management Committee stands at 12%.

Ferrovial and the Ministry of Health, Social Services and Equality signed a partnership agreement to work toward a balanced number of men and women in senior positions. The agreement includes 10 firm pledges to be implemented by 2017.

Risk Management

The global corporate risk management system (FRM) covers risks of human rights violations. The area of compliance risks includes improper or poor functioning of the procedures implemented to ensure compliance with the ethical principles governing the company’s relationship with its employees.

Respectful treatment and prohibition of discrimination

Ferrovial assumes responsibility for maintaining a working environment free from all discrimination and any conduct that might involve personal harassment. All employees must be treated fairly and with respect by their superiors, subordinates and colleagues. Any abusive, hostile or offensive conduct, be it verbal or physical, will not be tolerated.

Workplace harassment

In 2014, the company updated its Procedure for the Prevention of Workplace Bullying, Sexual Harassment and/or Gender-based Harassment. The approach is founded on the Code of Business Ethics and also draws on the stipulations of Organic Law 3/2007, passed by the Spanish government on March 22, 2007, to guarantee effective equality between men and women, and to protect employees from potential situations of gender-based harassment in the workplace. This procedure guarantees the right to discuss such matters and the persons involved in the utmost privacy and confidentiality.

Child and forced labor

Ferrovial’s Code of Ethics stipulates its commitment to refrain from the use of child labor and to exclude any goods or services produced using child labor from its business activities, as well as to ensure compliance with the provisions of the International Labor Organization (ILO) in relation to child labor. Ferrovial demands strict observance of this principle from all of its employees and suppliers. There is currently very little risk of violating this commitment, since most of Ferrovial’s investments are located in OECD countries, where a legal framework for the protection of labor rights is already in place.

Labor unions and collective bargaining

Nearly the entire workforce is covered by collective labor regulations in each of the different countries. One noteworthy aspect is the framework agreement signed with the International Federation of Building and Wood Workers, FECOMA and MCA, which unites nearly 350 labor unions and represents around 12 million members in 135 countries. This is an agreement to respect and promote the principles enshrined in the Universal Declaration of Human Rights, the ILO Tripartite Declaration, the OECD guidelines for multinational companies and the United Nations’ Global Compact. In each country where it operates, Ferrovial guarantees workers’ rights, such as the right to strike, freedom of association and the right to collective bargaining by appointed workers’ representatives and unions. 72% of the workforce is adhered to collective bargaining agreements.

Commitment to disadvantaged groups

The company’s commitment to equal opportunities has led it to enter into a number of agreements to support the integration of people with disabilities and who face the risk of social exclusion: Fundación Adecco, Plan Familia, among others.

Last year Ferrovial joined the “Red de Empresas por una Sociedad Libre de Violencia de Género” (network of companies supporting a society without gender-based violence), further strengthening its engagement with awareness raising and supporting the labor insertion of abuse victims, as enshrined in the agreement signed with the Ministry of Health, Social Services and Equality, through the Integra Foundation.

Training and awareness

Ferrovial, as a multinational company, employer and service contractor, is committed to awareness-raising within its sphere of influence, as well as promoting knowledge and good practices. All Code of Ethics courses taught to management and clerical level staff include a module on human rights. The online Code of Ethics training course has been completed by xx employees, with 4,703 teaching hours. Ferrovial capitalizes on its involvement in international forums and training programs to urge the private sector to take an active role in safeguarding human rights. Evidence of this was the appointment of Ferrovial as Secretary of the Executive Committee of Forética in 2012 and its involvement on the Executive Committee of the Global Compact Network.